From Brooms to Blowers, 11 Attachments for Clearing Snow

From Brooms to Blowers, 11 Attachments for Clearing Snow

October 7, 2021

Winter weather is close at hand, so it’s time to start thinking about snow-clearing equipment.

Contractors have a variety of attachments to choose from to equip their construction equipment or pickup trucks to remove snow and ice from roads, parking lots and other surfaces.

Here are 11 attachments to consider:

Bobcat’s hydraulically driven angle broom attachment (pictured above) can handle quick cleanup jobs without damaging pavement surfaces. The bristles’ waved design creates a cleaner path and can sweep more snow or debris in one pass. Reverse bristle rotation is available on the 68- and 84-inch angle brooms for sweeping leaves, snow and debris away from corners, curbs, buildings and obstacles. The standard orange heavy-duty bristles are designed for longer life and better visibility. The attachment is available for Bobcat’s M and R series compact track loaders and skid steers and Bobcat Toolcats.

Doosan snow pusherDoosanDoosan’s bucket-mounted snow pusher attachment is designed for the company’s 13- to 20-metric-ton wheel loaders and toolcarriers. The attachment comes in two versions: 12 feet wide at 2,200 pounds and 14 feet wide at 2,400 pounds. The pusher is designed to be an alternative to buckets and traditional plowing for clearing parking lots and roads. Features include a 47-inch moldboard for high-capacity snow removal, a 1.5-inch rubber cutting edge to protect surfaces, high-grade steel skid shoes, a 12-inch push beam and three bucket-mount support tubes to help keep the snow pusher rigid.

Fisher Storm Boxx snow pusherFisherFisher made its Storm Boxx pusher plows for large construction equipment, such as wheel loaders and backhoes. Models are available at 12, 14 or 16 feet wide. A two-piece steel trip edge is designed to deliver a cleaner scrape of hardpacked snow and ice. It also protects the operator and equipment when hitting hidden obstacles. Floating attachment plates allow side-to-side movement and smooth out bumps, keeping the pusher in continuous contact with the surface. It is also designed to be easily attached to various equipment.

Hilltip salt spreaderHilltipHilltip’s new IceStriker 2000-3300 SSA/SSC stainless-steel salt spreaders are designed for three-quarter-ton trucks. The device can spread bulk sand and gravel, bulk/bag salt, sand-salt mixes and fertilizers. It is offered in three sizes: 2, 2.65 and 3.3 cubic yards. The stainless steel wards off corrosion, and Hilltip also immerses its hoppers in an acid bath to ensure corrosion-free welds and surfaces. An inverted “V” with a vibrator helps prevent bridging. The stainless-steel flip-up chute is designed to spread salt in environments with high humidity, and a tarp kit helps keep spreading materials dry.

HitchDoc hydraulic snow blowerHitchDocHitchDoc’s all hydraulic snow blower is designed to reduce your carbon footprint. The company has eliminated the diesel engine, crankcase, shear pin and air filter, as well as the need for diesel exhaust fluid. The hydraulic blower is quieter and offers better visibility and balance. It is 9 feet wide and weighs 5,200 pounds. It is designed for wheel loaders of 2 to 4 cubic yards equipped with hydrostatic transmissions.

JCB Snow BlowerJCBThe JCB snow blower range features a two-stage design with the ability to throw snow 25 to 40 feet. A poly-lined chute and deflector can be adjusted to direct the snow discharge. The 25-inch standard flow shroud openings quickly dispense with high volumes of snow. The direct drive hydraulic motor design reduces the number of moving components for less wear and longer life. The blower includes adjustable skid shoes, a bolt-on replaceable wear-resistant tapered steel edge and quick release coupling. It is available in widths of 60, 72, 78 and 84 inches in either standard or high flow.

Pettibone SpeedSwing 445F with snowblowerPettibonePettibone’s Speed Swing 445F rail crane is now available with a CreepDrive system from Poclain Hydraulics that allows it to run high-flow attachments like snow blowers and power brooms at slower travel speeds on or off the rails. The CreepDrive can deliver up to 33 gallons per minute of hydraulic flow. It comes with a display interface for controlling rpms and an integrated rocker pedal for traveling the machine forward and in reverse up to 2 mph. The Speed Swing 445F provides 180-degree boom rotation and has a spacious, climate-controlled operator cab.

SnowEx heavy-duty snowplowSnowExSnowEx’s heavy-duty straight-blade snowplow gives skid steers commercial-contractor performance. It is available in four blade widths. The plow is built with a formed base channel for extra durability. Six vertical ribs, two angled Power Ribs and a quad design provide added torsional strength to prevent blade twisting. The A-frame is constructed of tubular steel to handle the toughest jobs.

Virnig picukp broom with water tankVirnigVirnig’s Internal Water Tank Broom for skid steers controls dust as you sweep. The protected 55-gallon tank behind the bucket provides 35 minutes of continuous runtime. The translucent tank has capacity indicators so water level can be viewed by the operator while in the cab. The guarded adjustable valve regulates water pressure to the nozzles. The broom is available in 72 or 84 inches. Features on the broom include a recessed and guarded direct drive motor, HD bucket with wear bars, bolt-on edge, oversized 2-inch bearing, poly/wire bristles and pin adjustment system.

Western’s Prodigy Skid Steer SnowplowWesternThe Prodigy snowplow from Western features wings that automatically move with no additional wiring or controls. It has a universal skid-steer mounting plate. Once the pins are engaged, the plow is ready. The plow uses the onboard hydraulics system of the skid steer to lift and lower the blade. An oscillating mount that provides 6 degrees of total side-to-side oscillation is optional to improve scrape and cutting-edge wear while reducing damage to the terrain.

Winter Equipment Razor Arrow snow bladeWinter EquipmentWinter Equipment’s Razor Arrow Straight Blade System is designed to give Western Pro Plus plows longer blade life and improve cutting. It features two, 4-1/2-foot Razor blade sections, two Plow Guard Juniors and grade 8 hardware. The two Plow Guard Juniors prevent uneven and premature wear on the plow’s wear bar. The Razor Arrow system includes a two-piece, pre-welded blade with 5/8-inch abrasion-resistant cover plates. The cover plates are welded to a tungsten carbide insert cutting edge for increased wear life and surface footprint. Built-in wear indicators help to track wear life.

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15 Proven Ways To Recruit Construction Dealer Techs

October 6, 2021

The ever-present dealer technician shortage had us thinking it might be a good time to revisit some of the best construction equipment tech recruiting tips we’ve received from dealers and rental companies.

1.Go to where the gearheads hang out. This can include truck mud-runs and local motorsports events. Sponsor an involved employee or a car and invite current employees to attend think of them as your ambassadors. While you might not find a trained diesel tech in the audience, many of the attendees will have a mechanical interest. Your sponsorship may give you access to this community plus build retention among the techs you already have.

2. Think beyond just out of high school. Those fresh-faced 18-year-olds may not be your only hope. Some argue that those with more years and more life experiences may be also be prime targets, especially if they’re only making $16 an hour in an Amazon warehouse. Those who have started families may be receptive if you lay out a career path and a smart diesel tech these days most assuredly has a career path.

3. Get good at social media. Yes, this is obvious, but do you really practice it? Consistent posting is the name of the game. Create a social media plan and execute it. Put up regular posts of your employee’s jobs, milestones and success stories, and encourage them to do the same. If a technician completes a rebuild on a big engine, for instance, the selfie they take might detail how they overcame the challenge. His or her share full of the pride of accomplishment about work done at your company could in turn gain an audience. And it will remind people that you’re a great employer.

4. But don’t dismiss the tried and true. Traditional methods can still hold sway, including help-wanted signs on company property or trucks, word of mouth and employee referrals. Many employers swear by the referrals they get from current employees because employees know a bad referral will reflect poorly on them. And always ask job candidates how they heard about your company and keep track of which methods work.

5. Be aware of the digital tools available to you. Find out how you can target an online audience. Look into geotargeting and targeted data sets and know what works in terms of setting up your online ads and landing page(s). You can target people on Facebook, job boards and through search-engine marketing. And be transparent in your messaging. This includes being direct about base pay, hiring and relocation bonuses as well as highlighting company culture. Have a timely lead followup in place; ideally respond within 5 minutes by phone after a lead comes through.

6. Make sure you’re inviting to women and minorities. Realize that diversity inclusion and workforce development are closely intertwined. When you do a bad job at tapping into diverse groups, you are more likely to have a workforce problem. Explore local groups that can help you reach out to specific communities.

7. Grow your own. It’s difficult to hire off the street and there are not enough tech school grads to fill the need. One neglected area may be right in your back yard. Make sure your own techs know about the opportunities you are bragging about to the outside world and encourage them to advance.

8. Up the ante. Sometimes it is a money/benefits game. Assess what you’re offering compared with all local employers, not just the ones who are your direct competitors. One rental company offers to match a certain percentage of an employee’s student loan payments up to $30,000 — and they don’t require a period of employment before the reimbursements begin.

9. Have a recruiting plan. If you’re proactive with your recruiting strategy you won’t have to hire out of desperation. And don’t stop. Actively recruit even if your shop is currently at capacity. Set a goal of tech interviews to be accomplished in a certain time period. Consistently evaluate what works and what doesn’t.

10. Celebrate incoming tech interns. Several tech schools and dealerships have set up “signing day” events such as those conducted for celebrated college athletes. It helps solidify the intern’s commitment and gives them the vision and knowledge they have an official spot.

11. Emphasize the career runway. Candidates have to earn the next rung on the ladder and there are going to be long hours, hard work, grease and dirt involved. New hires are not going to get a $70,000 job right out of tech school. But let them know there is a career runway and there are many paths up from the shop floor. These include the emerging technical expert who guides customers on the best way to employ today’s machine control solutions.

12. Hire a hero. The Reserves and National Guard are sweet spots for recruiting because their units are all locally based. These “weekend warriors” pull one weekend of active duty service a month and one two-week mission a year. The rest of the time they are civilians. While not all Reserve or Guard units have mechanics or technicians a high percentage have motor pools. In addition to a scholarship, one rental company pays the gap between discharge and when the G.I. Bill benefits take effect, providing around $1,200 to help cover living expenses. And be sure to spend time at any recruiting and career fairs at military bases in your area.

13. Take back the high schools. Don’t assume that local guidance counselors know that there are high-paying jobs that go unfilled in their local area. One company wrote to 3,500 guidance counselors and educators in its state, and received several “we didn’t know” responses. One dealer goes on more than 80 high school visits a years to connect with students in three states. Another dealer makes presentations on how to research and choose a career that’s only tangentially about diesel tech careers. Educate the people who are at your back door.

14. Don’t forget the parents. Take a cue from the recent U.S. Army ad campaign you’re looking for a few good parents, ones that see the open technician field as a great opportunity. Host an event at your shop and invite the parents along with the students. Have your techs show what it’s like to work on heavy equipment. Recruiting talent is no different than a college football coach coming into someone’s living room and telling the parents that when they come to you, you’ll make sure they do well.

15. Never stop recruiting. Adopt some tactics floating in automotive circles. Have a business card with your elevator pitch on it, outlining the top three reasons why people should work for you. Or make it simple: show a piece of construction equipment with text that reads, “Your next job here” with your contact info. Hand them out with a comment such as, “I’m Joe and I hire diesel technicians.”

Industry Roundup: National Equipment Dealers buys Richardson

October 6, 2021

National Equipment Dealers (NED) has bought Richardson Service 1991, expanding its organization in South Carolina.

Based in Conway, South Carolina, Richardson specializes in construction, forestry and compact equipment and will now represent Hyundai Construction Equipment, Manitou, Sakai, Yanmar and Bell.

The former Richardson branch will be the first location among NED companies renamed as NED. Over the coming months, NED will rebrand the remaining MAY-RHI, Earthmovers Construction Equipment and Four Seasons branches to NED.

Through Richardson, NED gains the Berko, CMI and Prinoth lines. The entire Richardson team will remain with NED.

F&W adds Ransome Attachments

Pictured are (from left): Eric Ransome and Barbara Freund of Ransome Attachments, and Matt Valentine and Mark Laigle of F&W.Ransome Attachments

F&W Equipment has added the complete line of attachments offered by Ransome Attachments, including its Exac-One Mini Mower and Black Splitter S2 800 Cone Splitter.

F&W also offers Kubota compact and mid-size farm and landscaping equipment, Doosan excavators, wheel loaders and compact equipment, as well as other specialty equipment.

Maverick joins Morbark

Maverick Environmental Equipment has been named a Morbark Industrial Products dealer for Ohio, Indiana, Kentucky and western West Virginia. Maverick has locations in Newbury and Bremen, Ohio, with a focus on aggregate processing, waste recycling, forestry and biomass.

H&E completes crane sale

H&E Equipment Services has completed the $130 million cash sale of its crane business to Manitowoc. H&E says it will use the funds for facilities expansion, rental fleet investment and general corporate purposes.

“We believe our transition to a pure rental business strategy should result in improved revenues and margins through the industry cycle,” says Brad Barber, H&E CEO.

H&E also sold two earthmoving distribution branches in Arkansas, and will remain a distributor of earthmoving equipment in Louisiana. The company now has 101 branch locations in 24 states.

SMH Group adds Wood’s CRW

Wood’s CRW is now a dealer for Atlas material handlers, owned by SMH Group US. The Atlas line includes mobile industrial machines and industrial tracked machines for the scrap, wood and recycling markets, among others.

Based in Williston, Vermont, Wood’s CRW has four locations with coverage in all or part of eight states. It offers Volvo Construction Equipment, Link-Belt cranes and excavators, National cranes and Mecalac product lines.

Track workers dive clear from train after safety blunder

October 4, 2021

Two track workers had a near miss from a passenger train following a mix-up over line possession.

A Rail Accident Investigation Branch report into the incident in July detailed the circumstances behind the near miss at Eccles station.

The workers were on the westbound track in the early hours under the protection of a line blockage organised by the Controller of Site Safety (COSS).

The pair had been standing on the track to paint a white line along the edge of Platform 2 and had just been told to stop work and were preparing to leave the track when an empty passenger train approached on its way to the depot.

The driver spotted their reflective clothing and sounded his horn. They jumped clear with seconds to spare as the train passed at 69 mph.

The incident occurred because the COSS had given up the line blockage before informing the track workers that they had to move clear of the line and making sure that they had done so.

The work on the platform was being undertaken on behalf of Northern Trains Ltd, the operator of Eccles station. It was contracted to TMT Commercial Contractors Ltd, who planned the white-lining task and employed the track workers.

TMT Commercial Contractors Ltd subcontracted the provision of safety-critical staff and the planning of the safe system of work to Trackwork Ltd. The COSS was a contractor who was supplied to Trackwork Ltd by an agency, Spectrum Rail Ltd. He had been certified as competent to undertake the role of COSS for approximately ten years and regularly acted in the role.

The COSS was also the nominated Person In Charge and therefore had overall responsibility for safely delivering the work.

For a full report into the incident click here.

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Union raises safety fears over HS2 site

October 4, 2021

Construction union Unite is raising safety concerns after it claims a spate of serious accidents have hit the HS2 section being delivered by the Skanska/Costain/ Strabag (SCS) joint venture in London.

The union has been involved in a long running dispute with the contractors over worker representation on the job where it said Unite officials are not allowed “to freely speak to workers during their breaks in its welfare facilities.”

Recent alleged accidents include a worker suffering arm injuries after clay fell from height onto them, a lorry overturning into a ditch, a skill saw blade came off its mooring, a hammer breaking a worker’s wrist and a digger bucket hitting a worker’s foot.

Unite national officer for construction Jerry Swain said“Workers operating on the Costain/Skanska/Strabag joint venture, will be rightly worried and concerned for their safety.

“This project is crying out for union safety reps who play a unique role in protecting workers and preventing accidents.”

An HS2 Ltd spokesperson said:“The safety of our workforce and the public is HS2’s number one priority. We have an open and transparent reporting culture, and all health and safety incidents are fully investigated, key learnings and actions for HS2 and our contractors identified, and these are then shared across the project.

“All those who work on HS2 have the right to go home unharmed, and we continue to work with and challenge our contractors to provide the highest levels of health and safety standards.”

An SCS JV spokesperson said: “The health and safety of our teams and the public is always SCS’s first priority and we have offered Unite access to our sites, which exceeds levels usually seen across the industry.

“This enables them to meet our team at inductions, work sites and our welfare area. We first offered this to Unite in 2018 and on numerous occasions since.

“We continue to make contact with them to reiterate this offer as we seek to maintain an open dialogue with Unite and to allow them to carry out their activities. To date they have not taken up this offer, however it remains open to them.”

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Dozers Decked Out with Tech: Pushing Dirt is Getting Easier

October 1, 2021

The market is full of new dozers and those new dozers are full of new technology.

The new tech includes increased automation features to make the machines easier to operate.

“One of the biggest struggles facing contractors today is finding and retaining skilled operators,” says Matt Goedert, solutions marketing manager, John Deere. “John Deere is developing several features to help overcome this challenge.”

Manufacturers have also focused on improved design to make their dozers quieter, more comfortable and with increased operator visibility.

Cat improved forward visibility up to 30% on its newest model, the D4. Visibility is especially improved to the top of the blade and the area in front of it. The company lowered the hood line and relocated components that could impede sight.

“The D4 is the smallest of Cat’s mid-size dozers,” says Sam Meeker, market professional, Cat. “Visibility is especially important in applications where this size class is typically found, where obstacles and workers are common on site.”

Here’s a look at the latest dozers and their new technology and design features:

New and improved

The D4 started last year as a rebadged D6K. This was done to align the machine with Cat’s revised machine model naming protocol and to fill a numeric gap in D Series dozers.

The current D4, however, is truly a new machine and has been available since the second quarter of this year.

The Cat D4 is powered by a Cat C4.4 engine rated at 130 net horsepower. Operating weight is 29,259 pounds in non-LGP with 22-inch shoes, and 30,882 pounds in LGP with 30-inch shoes. Blade capacities are 4.26 cubic yards non-LGP and 4.98 cubic yards LGP. Foldable blades are available for both and have the same capacities as the standard VPAT blades.CaterpillarThe rearview camera is integrated into the new 10-inch color touchscreen. The view can be on only during reverse travel or can be left on all the time. In the latter case, the camera view occupies about one-fourth of the screen and is surrounded by operating data. All Next Gen Cat dozers share the same screen layout to help with familiarity.

The D4 has all the machine control options Cat offers on its dozers, including Cat Grade with 3D and the ability to install systems from Topcon, Trimble and Leica. A Waste package includes guarded rear lights, double-skinned fuel and hydraulic tanks, final drive guard and air pre-cleaner.

The HD package is ideal for forestry, demolition and other high-demand applications. It has additional underbelly guards; additional sweeps, sealing and screening to keep out dust and debris; a reversing fan and heavy-duty fenders. Standard and low ground pressure (LGP) versions are available.

A variable pitch angle tilt (VPAT) blade is standard. Blade options include power pitch for more aggressive cutting, and folding blades that bring the blade within the width of the tracks (under 93.3 inches for standard pitch and under 110.8 inches for LGP).

Liebherr offers six models of Generation 8 dozers, from the PR 716 G8 (132 horsepower, 29,231 pounds, 3.82-cubic-yard blade) to the PR 766 G8 (422 horsepower, 119,784 pounds, 22.23-cubic-yard blade). Available operator assist features include Free Grade blade stabilization, Definition Grade for 2D grading, and 3D Grade from Topcon for modeling complex terrain.Liebherr

Liebherr offers Generation 8 models of six dozers, from the 132-horsepower PR 716 G8 to the 422-horsepower PR 766 G8.

The five small and mid-size models come standard with 1D and 2D Liebherr Operator Assist Systems. 1D provides active blade stabilization for free grading; 2D provides active blade positioning for grading to longitudinal and cross slope specs.

3D Grade is an available option and has roof-mounted Topcon 3D Machine Control for complex 3D models. Ready kits, consisting of mounting and cabling, are available for customers using Trimble or Leica systems.

The large PR 766 G8 features Liebherr’s Delta High Drive as well as an oscillating idler and double bogie suspension for improved traction and comfort in mining and other production applications.

Liebherr Silent Design resulted in the company’s quietest dozers, thanks to noise-attenuating changes in cab mounting, hydraulics and drive systems on Generation 8 models.

Electronic pilot controls on the small- and mid-size models allow the operator to tailor response and speed of front and rear equipment and includes blade shake, rear ripper parking positioning and automatic blade lifting when reversing.

The LiDAT on Liebherr Generation 8 dozers has more sensors and greater data management capacity, helping ensure compatibility with current and future site management systems. All G8 models use common-rail diesel engines designed and built by Liebherr.

The John Deere 750L has a Deere PowerTech PVS 6068 engine rated at 131 net horsepower. Operating weight is 38,330 pounds. Blade capacity is 5.6 cubic yards. The dozer has hydrostatic drive with triple reduction final drive. The standard track has 40 shoes with a 7.5-inch pitch and single grousers designed for moderate service. Standard blade width is 129 inches; a 161-inch wide blade is optional.John Deere

Released in mid-2020, the 700L and 750L expand the L Series catalog for John Deere. The first was the 850L, released in 2019.

Features of the L Series include larger, more comfortable operator stations. Noise has been reduced more than half in the 700L compared to the 700K. Heated and ventilated premium seating and automatic temperature control are optional.

Horsepower and operating weight have been increased. An optional 161-inch blade is now available for the 750L. Hydraulic hose and electrical harness routing has been improved to reduce potential rub points, and hydraulic hose length on the 700L and 750L has been reduced 20%.

Komatsu’s D71PXiKomatsu

The D71-24 is Komatsu’s newest dozer. It is available with or without the company’s new iMC 2.0 intelligent Machine Control. All are powered by Komatsu SAA6D114E-6 engines rated at 237 net horsepower.

The D71 is Komatsu’s largest hydrostatic-drive dozer. Track options include 24-, 30- and 36-inch widths with blade capacities of 5.8 to 6.1 cubic yards.

“The D71 was a clean-sheet design,” says Andrew Earing, senior product manager, Komatsu. “The hydrostatic drive and standard PAT blade of the D71 make it a very nimble and versatile dozer.”

Other standard features include heated and ventilated seating, LED work lights and three-speed blade drop to shed sticky materials. Fast steering mode slows the inside track but also accelerates the outside track for tighter, faster turns while still allowing counter-rotation.

In a previous interview with Equipment World, LiuGong indicated its revamped Dressta dozers were scheduled for a fall launch. We have no additional information at this time.

Grade control technology

Deere has launched Slope Control on several dozer models in recent years, filling a need for less complex technology that doesn’t use a 3D model or external reference, such as a base station or laser.

“While adoption of 3D grade control systems has been significant over the past five or more years,” says Goedert. “There is still a place for entry-level grade control technology to grow adoption and simplify tasks.”

Slope Control automatically controls the blade, is designed to be simple to use and offers two operating modes, joystick and target. This entry-level system can be upgraded to Deere SmartGrade advanced 3D grade control at any time. SmartGrade performance responds to multiple inputs, including load levels, material types and dozing activities.

Case factory-fit machine control from Leica is available on 750M through 2050M dozers. Multiple levels of control are also available. For customers with six-way (PAT) blades working in extreme conditions, the iCON grade MCP80SP adds SP sensor technology and dual blade-mounted GNSS antennas for speed and accuracy.Case CE

Case announced in March the availability of its factory-fit machine control option on 750M through 2050M dozers. Packages include Leica Co-Pilot, 2D and dual-mast 3D systems. The factory installation includes calibration using Case World Class Manufacturing processes so the dozer arrives at the dealership ready for immediate use.

Jeremy Dulak, product manager for dozers, cites several advantages to the factory-fit approach. “The first is simplified ordering. Working with your Case dealer, you can group the Leica system that best fits your operation in with the purchase of the machine.” This allows a single payment, a single financing package, a single approval and a single interest rate.

Factory fit also ensures that when the machine arrives at the dealer, “it’s ready to go after just a very quick calibration.” And factory fit preserves residual value, he adds, because “the second owner will have confidence knowing the system was purpose-built to that specific machine and meets all quality and performance standards intended by the manufacturer.”

Komatsu’s iMC 2.0 offers “grass-to-grade automation,” says Earing. Most systems focus on grading; iMC 2.0 adds automated lift control for the fill process. This dramatically aids compaction and reduces the likelihood of costly rework by allowing each layer to be compacted before the next layer is lain.

Komatsu says iMC 2.0 brings performance to a level that is 96% equivalent to that of an experienced operator, which elevates the performance of lesser-skilled operators. Seasoned operators also benefit from iMC 2.0 because it will maintain settings they create, a feature Komatsu calls “operator-guided automation.”

Each Komatsu dealership has a technical service expert to help train customers on iMC 2.0. TSEs also help with the installation of systems from Topcon, Trimble and Leica.

How to Solve Your Construction Labor Shortage

September 30, 2021

Still looking for the proverbial easy button to fill your talent pipeline? We hate to break it to you: there isn’t one.

“If you’re in this industry and not being the biggest promoter of it, you’re part of the problem,” says Benjamin Holmgren, president of Buildwitt Jobs. “You’re not going to solve it for the industry. Solve it for you.”

Holmgren was joined by Natasha Sherwood, executive director of the Independent Electrical Contractors Florida West Coast Chapter, and Steve Cona III, president and CEO of the Associated Builders and Contractors Florida Gulf Coast Chapter, in a recent panel discussion led by Autumn Sullivan, director of marketing and experience for Mobilization Funding.

The panel explored the issue of why skilled trade workers are leaving the industry, the impact of culture on recruitment and retention, and what companies can do to increase their talent pipeline.

Recruiting and retaining the next generation

So, can everyone stop blaming millennials already? Continuing to drone on about how millennials lack worth ethic is so 2010. Older millennials, those born in the 1980s, are established and in positions of power in their careers. Where the industry needs to focus its attention is Gen Z and Gen Alpha.

“I don’t believe it’s so much a labor shortage, as a shortage of leaders who know how to lead the next generation,” said Holmgren. “Kids my age want to have a mission to get behind. They want to have a vision. They want to be led, trained and developed.”

The companies that have solved this understand this workforce development crisis is not about millennials. “Taking ownership of solving this for your company is the elixir,” said Holmgren.

Shop class makes its comeback

Getting in front of Gen Z and Gen Alpha starts in school. Trade education in middle school and high school was nearly extinct but is slowly making a comeback. Until there is wider support for the curriculum at a state and district level, getting involved at an individual level is critical.

Construction companies can help through apprenticeships and mentor programs. Contractors involved in mentorship see better hiring success because they already have name recognition with students, panelists said.

“The greatest benefit to our industry would be a solid pipeline out of high school and into the trades,” said Cona. “It has to be a statewide effort in our educational system to promote opportunities in all occupations that don’t necessarily require a four-year degree. The average age of our apprentice is 26-27 years old, and we have to get that lower to 21-22 years old. It can’t be an afterthought.”

Outside of local efforts, Holmgren suggests meeting the younger generation where they are online.

“It’s one thing to put on a trade show or job fair, but what about Instagram? TikTok? One thing you can start doing today is using social media to tell the story of your business and show people what it’s really like to work in your industry. It’s not that you have to make it look cool; the trades are already cool. Come join us – that’s what we need to be telling people.”

Work culture in construction

Taking ownership of the construction recruitment and retention problem also means taking a hard look at company culture. For better or worse, every company has a culture. How that culture has evolved depends on how it is emulated and nurtured daily.

Work culture has been cited as a major factor in many skilled-trade veterans leaving their employer or the industry entirely. While culture is a hot topic in the construction industry, and often framed as something only young people are pushing for, it has a significant impact on retention across the board.

“You can tell that no matter the age of the employee, they are all looking for a culture that has a family atmosphere, opportunities for advancement, flexible hours and good benefits,” said Sherwood. “I just helped a fourth-year apprentice graduate who had an opportunity to go anywhere. He took a job at a company that paid $2 less an hour because it was a good fit. There’s that level of appreciation that is sometimes more important than the dollar bottom line.”

lternative talent pipelines

Beyond young people, there are many other viable talent pools and untapped markets to help fill the skilled-worker pipeline. Correctional institutions, foster care systems and the military are just a few options.

“We’re looking for all sorts of avenues to fill that pipeline, and one of those is folks coming out of corrections,” said Cona. “We’re getting asked by state leaders and politicians to work with them to help develop skills while people are still incarcerated. So whenever they get out, they can get plugged back into society. If you can give people opportunities and jobs when they get out of being incarcerated, their chances of going back are very slim.”

“The military does a great job recruiting kids, with ROTC officers and billboard campaigns,” said Sullivan. “The trades need to be seen as a viable option. You can feed your family, you can travel around the country – there’s a lot of opportunity depending on where you want to go with it.”

Continuing education for retention

While there are required continuing education credits in the construction industry, employers should also consider training that provides employees with a path toward a goal they value, such as moving from apprentice to superintendent.

“In this day and age in this economy, you have to invest in training your workforce. There are no unemployed electricians and plumbers sitting on the sideline,” said Cona. “You have to build your pipeline by investing in people who might not necessarily have the skills that you need at that time. Invest in your employees, train them, put them in apprenticeship programs and maintain it through their lifecycle as an employee.”

An engaged employee is someone who stays with you.

Changing the narrative

While the narrative that construction is a dead-end job is a systemic problem, individual companies can start making strides today to reframe the conversation and illuminate the opportunities.

“This country was built because people learned skills, created things and built things. No one can say this country was built because people went to college. That’s what we need to continue to push,” said Cona. “As parents, as an industry, we need to be better at pushing the narrative that this is a viable option.”

“Don’t people get tired of talking about finding good help?” adds Holmgren. “We know you can’t find good help. Do something.”

“I’m not interested in solving the industry’s labor-shortage challenge, but if there is one person who can take something from this and it lights a spark and they can solve it for them, that’s a win.”

Watch the full webinar here.

Did you miss our previous article…
https://www.cityheartsaberdeen.com/?p=75

12 Road Projects Named Finalists for America’s Transportation Awards

September 30, 2021

After months of regional competitions, 12 road construction projects have been chosen as finalists for America’s Transportation Awards.

The awards, sponsored by the American Association of State Highway and Transportation Officials, include projects in Arizona, Delaware, Florida, Indiana, Kansas, Kentucky, New Jersey, North Carolina, Oregon, Pennsylvania, South Carolina and Utah. Along with AASHTO, the U.S. Chamber of Commerce and AAA sponsor the awards program.

“This competition recognizes just a few examples that highlight the ways in which state DOTs are improving quality of life and economic vitality of our communities, saving time and money through new innovations and technologies, and making better use of assets already in place,” says Jim Tymon, AASHTO executive director.

The grand prize and People’s Choice winners will be announced October 26. Each winner receives $10,000 cash to donate to the charity of its choice. The competition evaluates projects in three categories: Quality of Life/Community Development; Best Use of Technology & Innovation; and Operations Excellence.

Finalists are also categorized by project size: small (projects costing up to $25 million); medium (projects costing between $26 million to $200 million); and large (projects costing more than $200 million).

Here are the 12 finalists:

Kentucky Transportation Cabinet – Brent Spence Bridge Emergency Repair Project (Operations Excellence, Small project group) (Photo above.)

Safety for drivers, cyclists and pedestrians was improved with the $13.9 million widening of the Fourth Street Bridge over Interstate 40 in Flagstaff, Arizona.Arizona Department of TransportationArizona DOT – Fourth Street Bridge over Interstate 40 (Quality of Life/Community Development, Medium project group)

The Delaware Department of Transportation alleviated traffic congestion and created more transportation options for a Wilmington community by constructing the $82 million Senator Margaret Rose Henry Bridge.Delaware DOTDelaware DOT – Margaret Rose Henry Bridge and Approach Roads (Operations Excellence, Medium project group)

The Florida DOT deployed a SMART Work Zone System that included a temporary traffic signal, three closed circuit cameras and nine Bluetooth devices on its project to improve the Cow Key Bridge.Florida Department of TransportationFlorida DOT – Leveraging Innovation: How FDOT Transformed the Gateway to Florida Keys (Best Use of Technology & Innovation, Small project group)

The Indiana Department of Transportation opened the Grand Valley Boulevard Bridge on June 15, 2020, in Martinsville. Replacing a section of four-lane State Road 37, the bridge gives drivers and pedestrians a safe connection to neighborhoods, schools and businesses.Indiana Department of TransportationIndiana DOT – Grand Valley Boulevard Bridge (Quality of Life/Community Development, Small project group)

Originally designed as a toll road in the 1960s but toll booths were never installed, the Turner Diagonal Interchange in Kansas City had three miles of obsolete and hazardous ramps. The Kansas Department of Transportation’s $30.3 million project increased safety and economic development.Kansas DOTKansas DOT – Turner Diagonal: Partnering for Growth (Operations Excellence, Medium project group)

The $25 million Route 1 Permanent Hard Shoulder Running Project overseen by the New Jersey Department of Transportation improved safety, increased emergency access, increased capacity and travel reliability, and cut commute times by up to 50 percent.New Jersey DOTNew Jersey DOT – Route 1 Permanent Hard Shoulder Running Project (Operations Excellence, Small project group)

The $101.6 million Salem Parkway improvement project in Winston-Salem, North Carolina. The project included 10 bridge replacements, two new pedestrian bridges, a walking and biking path and extended sidewalks.NCDOTNorth Carolina DOT – Reconstruction of Salem Parkway (U.S. 421/I-40 Business) (Quality of Life/Community Development, Medium project group)

Oregon Department of Transportation developed a $15.6 million automated system that posts real-time weather, traffic flow and surface condition readings on digital billboards on Interstate 84 in northeastern Oregon.Oregon DOTOregon DOT – I-84 Snow Zone Safety Improvement Project (Operations Excellence, Small project group)

To improve accessibility and safety for motorists, bicyclists, boaters and pedestrians along SR 381, the Pennsylvania Department of Transportation launched a $12.8 million multimodal gateway project at Ohiopyle State Park.PennDOTPennsylvania DOT – Ohiopyle Multimodal Gateway (Quality of Life/Community Development, Small project group)

This stretch of scenic S.C. 61 in the Charleston area underwent a $4.4 million improvement project to add new lanes and widen shoulders while reducing the number of trees cut.SCDOTSouth Carolina DOT – C. 61 Phase 1 (Rural Road Safety Program) (Operations Excellence, Small project group)

The Utah Department of Transportation completed a $415 million project that widened I-15 to six lanes in each direction, reconfigured two interchanges, replaced 15 bridges, built a new bridge, and created a new flyover ramp to address traffic congestion in rapidly growing Lehi.Utah Department of TransportationUtah DOT – I-15; Lehi Main to S.R. 92, Technology Corridor (Quality of Life/Community Development, Large project group)

An independent panel of transportation experts will choose the Grand Prize winner, while the public will select the People’s Choice Award winner through online voting weighted to each state’s population, AASHTO says.

The online voting ends at 11:59 p.m. October 25. Votes can be cast at AmericasTransportationAwards.org.

AASHTO will announce the winners during its Annual Meeting October 26-29 in San Diego.

Did you miss our previous article…
https://www.cityheartsaberdeen.com/?p=62

Deere: Split With Hitachi Allows It to Flex Technology Muscle

September 28, 2021

What was behind the surprising Deere-Hitachi excavator split announced in August? What will this mean for Deere customers of both brands?

P

RuccoloJohn Deereerhaps a better question is what it won’t mean, says Domenic Ruccolo, speaking to Equipment World about the split. Ruccolo, a Deere veteran, is the company’s new senior vice president of sales, marketing and product support, global construction equipment. He also serves as chief sales officer for the Wirtgen Group.

“From a customer-support standpoint, I think the best way to put it is that there will be no change,” Ruccolo says. Irrespective of brand, Deere dealers will continue to support everything they have sold over the years “indefinitely,” he says.

“There’s no question that we had a very successful partnership with Hitachi throughout the Americas for more than 30 years,” Ruccolo says. But times have changed, and “it was the right time for both of us to make this change,” he says. “Where we are really going our separate ways is on the marketing and product support side.”

After Feb. 28th, Hitachi Construction Machinery Americas will take over distribution and sale of its excavators. Hitachi plans to manufacture all of its excavators in Japan and import them to the North and South American markets. All manufacturing plants in the joint venture will remain with Deere post-split. This includes its flagship manufacturing facility in Kernersville, North Carolina, as well as plants in Brazil and British Columbia.

That doesn’t mean all has ended between the two companies, however. “We’re going to continue to have a strong relationship with Hitachi for years to come through our continuing supply agreement with them,” Ruccolo says.

Hitachi plants in Japan, for instance, will still make its above 47-metric-ton models, the 670G and 870G, and its 190G wheeled excavator.

Technology centric

During the joint venture, Deere relied on Hitachi’s excavator technology, although Ruccolo points out that Deere has developed its own excavator models over the past 13 years that were sold in markets such as Australia, Southeast Asia and Russia. “The agreement gives us the flexibility to transition on a model-by-model basis to Deere technology,” Ruccolo says. “We’re really excited about the opportunity to control our own journey in excavators.”

Ruccolo also says this transition to Deere technology supports the company’s overall smart industrial strategy announced in 2020.

“Obviously when we have our own technology in excavators, it makes the deployment of them a lot easier for us,” he says. Deere can also apply technologies to excavators that it develops in other markets — notably agriculture and as the result of acquisitions such as autonomous driving start-up Bear Flag Robotics.

Dealer reaction

Ruccolo says the Hitachi split was not expected by dealers, “and there was a bit of a shock factor.”

Still, “there’s a lot of excitement and a lot of energy around what the future holds” on the dealer side, he says. “Once we had the opportunity to explain the transition and what the future holds I think generally dealers are quite excited about the future.”

He also says that by now Deere dealers are already well-versed in Deere’s new smart investment strategy. “Customers are going to experience the same continuity and exceptional support that comes in the form of reliable access to parts, solutions and service,” he says.

Three years down the road?

If plans proceed as envisioned, three years from now contractors will look back on an uninterrupted customer experience, Ruccolo says. “We intend to be there every step of the way from a support standpoint for our customers and dealers,” he comments.

And will the Kernersville plant start to produce excavators beyond its current 13- to 47-metric-ton segment? Ruccolo declined to comment.

The Deere-designed and manufactured excavator line, however, will be in full transition. “We want to accelerate the development of what we feel is industry-leading technology and machinery,” he says. “We’re full steam ahead.”